Wednesday, May 12, 2010

Study Recruiter Behavior To Get Into Their Office

The goal of looking for a job, for better or for worse is to get into the office of the hiring manager and see if the position is a fit for both parties.

So if your goal is to get the interview, you really need to know what the recruiter is looking for in order to line up that call that leads to the in-person meeting. One such way is to study the things and tools that recruiters use to find candidates. Articles run rampant these days on major media outlets on using the latest buzz tools and how recruiters are finding great people for their opportunities.

Recently in Inc. Magazine, they ran a story focused on recruiters using social media to recruit. The article went in depth on using the Big 3 - LinkedIn, Facebook and Twitter for their efforts.

For LinkedIn it notes to look for people who are connections, people that have respected recommendations and referrals and by looking at their work history in their profile. Knowing this you can start to build those relationships, start to acquire recommendations and build out a profile that is appealing.

On Facebook, recruiters may use applications, the marketplace or general searches to find candidates. Is your profile searchable for these keywords? Does your profile match the jobs that you are looking for? Are you interacting on a company's Facebook page (especially if they have a specific careers page)?

Knowing how recruiters use Facebook can help you build a profile that is appealing to their needs.

The last of the Big 3 mentioned in the article, Twitter is another beast in itself. The biggest thing to look out for on Twitter is keywords and hashtags (#). Are you tagging your Tweets properly? Are you searching for companies and getting information from the right account?

Again, knowing how a company utilizes this technology can greatly enhance your chances of getting that meeting, aka the interview.

The same tactics can be applied to job boards, like the Seeing how the company is set up to receive their applications can tell you a lot about how they bring people into their company. Submitting resumes via email is much different than filling out an application on their site which is still different from using the internal application on

Make sure you cater to the recruiter's needs. Doing so will help you get into the hot seat faster.

Let's hear your thoughts.
Have you thought of studying recruiter behavior online? How are you using technology to your advantage? Let's talk in the comments below.


You should follow us on Twitter, or "like" our FanPage on Facebook. It's what all the cool job seekers are doing!


MH May 12, 2010 at 11:13 AM  

Nice post Greg. I'd say the key to success is ensuring that your strategy combines these three resources, rather than utilizing only one or two. This will allow you to cast the "widest net" in terms of networking with hiring managers and recruiters.

This also fits perfectly with some of your other thoughts on personal branding.

Thera Kare May 17, 2010 at 10:16 PM  

very interesting post , Thanks for sharing. Medical Staffing Company

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